Childfriendly and Childfree Workplaces
As the line between home and work has become increasingly blurred, it has become common for workers to bring their new babies into the office for a grown-up version of “show and tell.” The vast majority of these visits last no longer than an hour, after which the office goes back to its normal, productive routine. Yet a few employers are now taking “family friendly” to new levels, inviting new mothers to bring their children to work with them. All day. Every day.
A January 3, 2009, article in the New York Times profiled some of these companies. The “bring your baby to work” programs are viewed as an alternative to maternity leave, allowing new mothers to continue to earn income while taking time to bond with their children. Some programs extend beyond the newborn months to allow the mother to care for her toddler in the office instead of hiring a babysitter or paying for daycare. From one perspective, these programs allow women to be full-time employees and full-time moms; from another, it’s really two part-time roles, neither of which receives complete attention.
Allowing children in the workplace may benefit one segment of the workforce, but it can be extremely detrimental to others. Children can be distracting and disruptive, particularly in environments where work requires a great deal of concentration. They may also prove an embarrassment when clients are onsite. In addition, they may breed resentment among childfree and childless employees who already believe that parents receive more perks from their employers.
Many employers have established policies that allow children in the workplace only in exigent circumstances. The University of Colorado at Boulder’s “Guidelines for Children in the Workplace and/or Classroom,” for example, cites danger to the child and potential liability for the employer as risks which must be addressed in those situations where a child does come into the workplace. The Georgia Department of Juvenile Justice requires supervisors to consider the “degree of potential interference with the productivity of other employees” when deciding whether to approve an employee’s request to bring their child onsite.
Even without “take your child to work” programs, extra benefits for parents is a common cause for complaint in the childfree community. Childfree employees are required to stay late when parents leave to pick children up for daycare. Childfree employees may be sent on more out-of-town assignments so parents can have more time with their children. Childfree employees are asked to work holidays or postpone vacations so parents can take time off while the children are out of school.
Some employers may be open to suggestions and willing to make changes to improve the workplace for childfree and childless employees. Others are resistant to change or dominated by a preference for parents. Like the attitudes toward parenting that influence corporate policies on children in the workplace, openness or resistance to change is a component of corporate culture. Ideally, employers and employees would self-select based on corporate culture; unfortunately, corporate culture is one of the most important topics which is least discussed among employers and potential employees.
Job seekers read job descriptions and draft resumes of past experience and education. Employers look for a match between the job seeker’s work history and the employer’s line of work. Interview questions from both parties focus on knowledge, skills, and abilities, and the position to be filled. Rarely does the selection process delve into the intangible factors that determine whether the job seeker will suit the employer and the employer suit the job seeker. Like the first days of a dating relationship, the parties learn only the most superficial details and leave the heart of the matter to chance.
In an article on CareerBuilder.com entitled “Finding a Fit With Your Next Employer,” Robert Half International (RHI) provides this advice: “[B]e careful that your enthusiasm doesn’t blind you to one important factor: how well you’ll fit into a potential employer’s workplace culture. Many job candidates forget to consider this aspect of a job offer, yet it often plays the largest role in determining their satisfaction in a new position.” RHI, a staffing firm, advises that job seekers review a potential employer’s website and ask current and former employees in their professional and social network about the employer’s corporate culture.
Outside of tapping a professional or social network, it may be difficult to determine whether an employer treats the childed and the childfree equitably. Information on employee benefits is a good source for clues as to an employer’s corporate culture. A job seeker can use information from a prospective employer’s website to formulate questions to ask the interviewer during an interview. The discussion of benefits in an interview provides a way for an interviewee to glean additional information beyond what may be offered on a website or in brochures. Traditional insurance plans are typically worth more to childed than childfree employees. To control costs, however, some employers may offer cafeteria benefits plans, which allow employees to select the benefits that they find most attractive. Other employers, to attract a more diverse workforce, offer benefits such as discounted gym memberships, pet insurance, and financial guidance, which can benefit the childfree as much as the childed.
Work-life balance is another essential component of corporate culture and job satisfaction. An employer’s philosophy on work-life balance is also best understood by speaking with past and present employees, but some clues can be gathered during the research and interview process. For example, if the employer’s website lists telecommuting as a work-life benefit, an interviewee can ask about the program—which types of jobs qualify, how often an employee can work from home, how telecommuting employees are managed. If the policy is to encourage telecommuting for employees who benefit from the quiet work environment of the home, that’s a good sign for a childfree job seeker. If the policy is to allow employees to work from home when school is canceled, that’s not. Similarly, questions about travel may also reveal valuable information as to how accommodating an employer is to the childfree.
And, of course, if, during an interview, the interviewer’s child wanders into the room, it’s probably not the right place for a childfree employee.
Copyright Julie Nisley. Published 1 February 2009 in Features.
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